RI H7767

Employers may only use electronic monitoring tools for specified legitimate purposes including facilitating essential job functions, ensuring quality, conducting periodic performance assessments, compliance with laws, protecting health/safety/security, and administering wages/benefits

Employers must provide written notice to employees detailing what data is collected, how it will be used, storage/retention periods, and whether it feeds into automated decision systems; employee data collected via monitoring cannot be sold or disclosed to third parties

Prohibits employers from using facial recognition, gait/voice/emotion recognition technology, monitoring employees off-duty or in private areas (bathrooms, locker rooms, break rooms), or requiring employees to implant data-collecting devices

Requires independent impact assessments before using electronic monitoring with automated decision systems, which must be disclosed to workers within 30 days; workers and unions have the right to comment on, challenge, and bargain over proposed monitoring

Employees are protected from retaliation for refusing to follow AI/automated system outputs they reasonably believe would cause harm, and employers cannot take adverse action based primarily on electronic monitoring data without meaningful human oversight